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Project Report

on

HR Policies and Practices

at

Westin Hotel, Hyderabad

To

Submitted by:

Sonal Dhanturi

HT No: 120914684002

Under the guidance of

External Internal

Mr._______ Mr/Ms_______

Store Manager HOD

Reliance Digital St. Marys College

Hyderabad Hyderabad
CERTIFICATION

This is to certify that the Project Report title Recruitment and Selection Process at Westin
Hotel, Hyderabad, Hyderabad submitted in partial fulfilment for the award of MBA Programme
of Department of Business Management, O.U. Hyderabad, was carried out by Anusha E under
my guidance. This has not been submitted to any other University or Institution for the award of
any degree/diploma/certificate.

Name and address of the Guide Signature of the Guide


ACKNOWLEDGEMENT

I am extremely grateful to Principal Dr. Y. Philomena and the Department of M.B.A for giving
me the opportunity of learning through this research project. It has been an excellent and
rewarding experience, and has immensely increased my knowledge.

I wish to express my sincere gratitude and appreciation to my project guide and mentor,
Ms.____________________, Head of Department, Department of Business Administration, for
her support, guidance and encouragement.

I would also like to extend special thanks to my family and friends who have been a constant
source of support and encouragement. Without them, this project would not have been
materialized.

_______________________

(Signature of the student)

DATE:

Index

Chapter I Introduction
Chapter II Industry Profile and Company Profile

Chapter III Review of Literature

Chapter IV Data Analysis and Interpretation

Chapter V Findings, Recommendations and Conclusion

Bibliography

Annexure

Chapter I

Introduction
HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which formulate, redefine,
break into details and decide a number of actions that govern the relationship with employees in
the attainment of the organization objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations, sex, marital status,
and the like.

2. Policy on terms and conditions of employment-compensation policy and methods, hours


of work, overtime, promotion, transfer, lay-off and the like.

3. Policy with regard medical assistance-sickness benefits, ESI and company medical
benefits.

4. Policy regarding housing, transport, uniform and allowances.

5. Policy regarding training and development-need for, methods of, and frequency of
training and development.

6. Policy regarding industrial relations, trade-union recognition, collective bargaining,


grievance procedure, participative management and communication with workers.

FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization.


2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company as also its directors and the top
management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling countless personnel problems on
day to day basis.

BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:
a. The work involved in formulating policies requires that the management give deep
thought to the basic needs of both the organization and the employees. The management
must examine its basic convictions as well as give full consideration to the prevailing
practices in other organizations.
b. Established policies ensure consistent treatment of all personnel throughout the
organization. Favoritism and discrimination are, thereby, minimized.
c. Continuity of action is assured even though top management personnel change. The CEO
of a company may possess a very sound personnel management philosophy. He/she may
carry the policies of the organization in his/her head, and he she may apply them in an
entirely fair manner. But what happens when he/she retires? The tenure of office of nay
manager is finite. But the organization continues. Policies promote stability.
d. Policies serve as a standard of performance. Actual results can be compared with the
policy to determine how well the members of the organization are living upto the
professional intentions.
e. Sound policies help build employee motivation and loyalty. This is especially true where
the policies reflect established principles of fair play and justice and where they help
people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equal opportunities to every


employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the right job.

3. Principle of free flow of communication to keep all channels of communication open


and encourage upward, downward, horizontal, formal and informal communication.

4. Principle of participation to associate employee representatives at every level of


decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and salaries
commiserating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labor to treat every job and every job holder with dignity and
respect.

8. Principle of labor management co-operation to promote cordial industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among employees.

10. Principle of contribution to national prosperity to provide a higher purpose of work to


all employees and to contribute to national prosperity.

OBJECTIVES

The company aims to fulfil the following objectives through its HR Policies:

Ensure a high degree of selectivity in recruitment so as to secure super achievers and


nurture them to excel in their performance.

HR Policies and Practices at WESTIN Hotel, Hyderabad.

Impart such induction, orientation and training as to match the individual to the task and
inculcate a high sense of organizational loyalty.

Provide facilities for all round of growth of individual by training in and outside the
organization, reorientation, lateral mobility and self-development through self-
motivation.
Groom every individual to realize his potential in all facets while contributing to attain
higher organizational and personal goals.

Build teams and foster team-work as the primary instrument in all activities.

Recognize worthy contributions in time and appropriately, so as to maintain a high level


of employee motivation and morale. Appraisals and promotions shall be ethical and
impartial.

Implement equitable, scientific and objective system of rewards, incentives and control.

Contribute towards health and welfare of employees.

SCOPE OF STUDY

In any organization human resource is the most important asset. As most of the companys
overall performance depends on its employees performance which depends largely on the HR
POLICIES of the organization. So the project has wide scope to help the company to perform
well in todays global competition.
The core of the project lies in analyzing and assessing the organization and to design an HR
POLICY manual for the organization. The complete study was carried out in WESTIN Hotel.

RESEARCH METHODOLOGY

Research Methodology is a term made up of two words, research & methodology. Research
means search for knowledge. It is a scientific and systematic search for potential information
on a specific topic. It is an art of scientific investigation. It is careful investigation or inquiry
especially for search of new fact in any branch of knowledge.

METHOD OF DATA COLLECTION


Data can be of two types primary and secondary data. Primary data are those which are
collected afresh and for the first time, and it is in original form. Primary data can be collected
either through experiment or through survey. The researcher has chosen the survey method for
data collection. In case of survey, data can be collected by any one or more of the following
ways:

Observation
Questionnaire
Personal or Group Interview
Telephone survey
Communication with respondents
Analysis of documents and historical records
Case study
Small group study of random behavior

The researcher has chosen the questionnaire methods of data collection due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. Whichever method is selected, questions must be well examined
and be made unambiguous. Researcher has examined the collected data for completeness,
comprehensibility, consistently and reliability.

Researcher has also gathered secondary data which have already been collected and analyzed by
someone else. He got information from journals, historical documents, magazines and reports
prepared by the other researchers. For the present piece of research the investigator has used the
following methods:

Questionnaire
Interview
Observation

SAMPLE OF THE STUDY

A sample design is a definite plan for obtaining a sample from the sampling frame. It
refers to the technique or the procedure the researcher would adopt in selecting some
sampling units from which inferences about the population is drawn. Sampling design is
determined before any data are actually collected for obtaining a sample from a given
population. The researchers must decide the way of selecting a sample.

There are various methods of sampling like systematic sampling, random sampling,
deliberate sampling, mixed sampling, cluster sampling, etc. Among these methods of
sampling researcher has used random sampling so that bias can be eliminated and
sampling error can be estimated. Designing samples should be made in such a fashion
that the samples may yield accurate information with minimum amount of research
effort.

SAMPLING

Sampling may be defined as the selection of some part of an aggregate or totality on the
basis of which a judgment or inference about an entire population by examining only a
part of it.
The items so selected constitute what is technically called a sample, their selection
process or technique is called sample design and the survey conducted in the basis of
sample is described as sample survey.
SAMPLE SIZE

In sampling design the most complicated question is: what should be the size of the sample. If
the sample size is too small, it may not serve to achieve the objectives and if it is too large, we
may incur huge cost and waste resources. So sample must be of an optimum size that is, it should
neither be excessively large nor too small. Here, researcher has taken 30 as the sample size.

HYPOTHESIS OF PROJECT

Human Resource Policies provided by the organization of employees works as an agent


for the growth of employees and also motivates the employees to perform well i.e.
employee performance and satisfaction is the valuable outcome of sound of HR Policies
of the organization.
Ensure healthier growth of organization in terms of business and motivation among
mangers.
The various HR Policies in Westin Hotel, Hyderabad systems. Makes the employees
enthusiastic towards work.

ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request to answer the
questions and return the questionnaire. The questionnaire consisted of a number of questions
printed or typed in a definite order. The HR Manager has to answer the questions on his own.
The researcher has chosen this method of data collection due to low cost incurred, it is free from
bias of the interviewer and respondent have adequate time.

Chapter II

Industry Profile & Company Profile

Industry Profile:

The Indian tourism and hospitality industry has emerged as one of the key drivers of growth
among the services sector in India. Tourism in India has significant potential considering the rich
cultural and historical heritage, variety in ecology, terrains and places of natural beauty spread
across the country. Tourism is also a potentially large employment generator besides being a
significant source of foreign exchange for the country.

The industry is expected to generate 13.45 million jobs! across sub-segments such as Restaurants
(10.49 million jobs), Hospitalitys (2.3 million jobs) and Travel Agents/Tour Operators (0.66
million). The Ministry of Tourism plans to help the industry meet the increasing demand of
skilled and trained manpower by providing hospitality education to students as well as certifying
and upgrading skills of existing service providers.

India has moved up 13 positions to 52nd rank from 65th in Tourism & Travel competitive index.
Market Size

Indias rising middle class and increasing disposable incomes has continued to support the
growth of domestic and outbound tourism. Total outbound trips increased by 8.7 per cent to 19.9
million in 2015. Inbound tourist volume grew at a Compound Annual Growth Rate (CAGR) of
6.8 per cent during 2010-15.

Foreign Tourist Arrivals (FTAs) in India increased 11.8 per cent year-on-year to 670,000 tourists
in August 2016, while Foreign Exchange Earnings (FEEs) from tourism increased 13.1 per cent
year-on-year to Rs 12,903 crore (US$ 1.92 billion), according to data from the Ministry of
Tourism.

Tourist arrivals in India on e-Tourist Visa (e-TV) grew by 196.6 per cent year-on-year to 66,097
tourists in August 2016, attributable to the introduction of e-TV for 150 countries as against the
earlier coverage of 113 countries, according to data from the Ministry of Tourism.

Online Hospitality bookings in India are expected to double by 2016 due to the increasing
penetration of the internet and smart phones#.

Investments

The tourism and hospitality sector is among the top 10 sectors in India to attract the highest
Foreign Direct Investment (FDI). During the period April 2000-March 2016, the Hospitality and
tourism sector attracted around US$ 9.23 billion of FDI, according to the data released by
Department of Industrial Policy and Promotion (DIPP).

With the rise in the number of global tourists and realising Indias potential, many companies
have invested in the tourism and hospitality sector. Some of the recent investments in this sector
are as follows:

The first Incredible India Tourism Investment Summit 2016, which was organised from
September 21-23, 2016, witnessed signing of 86 Memoranda of Understanding (MoUs)
worth around Rs 15,000 crore (US$ 2.24 billion), for the development of tourism and
hospitality projects.

The Ministry of Tourism has approved projects worth Rs 450 crore (US$ 67.10 million)
under the Swadesh Darshan scheme, for the improvement and creation of tourism
infrastructure in Madhya Pradesh, Uttarakhand, Tamil Nadu, Uttar Pradesh and Sikkim.
AccorHospitalitys, Australia's largest Hospitality operator has entered into an agreement
with the Australia India Travel & Tourism Council (AITTC) with a view to strengthen
and promote tourism between Australia and India.

Global hospitality major Carlson Rezidor Hospitality Group, which is also the largest
foreign Hospitality brand in India by number of Hospitalitys, plans to increase its total
count to 120 Hospitalitys in India by 2020.

Marriott International Inc, the US-based Hospitality chain, is now looking for expanding
its operations in North India, including prominent cities in Uttar Pradesh like Kanpur,
Varanasi and Agra.

Steigenberger Hospitalitys, a German luxury Hospitality company, and MBD Group, a


Delhi-based firm which runs 5-star Radisson Hospitalitys in Noida and Ludhiana, have
formed a joint venture to build five luxury Hospitalitys and manage another 15 luxury
Hospitalitys in India by 2030.

Keys Hospitalitys, a premium brand of Berggruen Hospitalitys, plans to launch three new
Hospitalitys in India at Vishakhapatnam, Calicut and Jaipur, and further add up to 10
Keys Hospitalitys in the country by the end of FY 2017.

Stayzilla, a budget Hospitalitys and homestays aggregator, has raised over US$ 13
million in Series C round of funding from Matrix Partners and Nexus Ventures, which
will be used to improve product, technology and marketing initiatives for its alternate
stay business.

Travel Tripper, a US-based Hospitality technology firm, has entered the Indian market by
setting up its second global delivery centre outside the US in Hyderabad, which will
serve as a development and client service centre for the company's worldwide operations.

Indian Railway Catering and Tourism Corporation (IRCTC) has partnered with OYO
Rooms, India's largest branded network of Hospitalitys, to provide standardised
accommodation options to train travellers through its convenient booking platform.
Ctrip.com, China's largest travel portal, has bought a stake in India's largest travel portal
MakeMyTrip for US$ 180 million via convertible bonds, which allows Ctrip to increase
its share in MakeMyTrip up to 26.6 per cent.

Global investment banking major Goldman Sachs has invested Rs 441 crore (US$ 65.76
million) to acquire an equity stake in Gurgaon-based Hospitality development and
investment start-up SAMHI Hospitalitys which will help fund SAMHI's expansion plans.

Thai firm Onyx Hospitality and Kingsbridge India Hospitality asset management firm
have set up a joint venture (JV) to open seven Hospitalitys in the country by 2018 for
which the JV will raise US$ 100 million.

Goldman Sachs, New-York based multinational investment banking fund, has invested
Rs 255 crore (US$ 38.02 million) in Vatika Hospitalitys.

Government Initiatives

The Indian government has realised the countrys potential in the tourism industry and has taken
several steps to make India a global tourism hub. Some of the major initiatives taken by the
Government of India to give a boost to the tourism and hospitality sector of India are as follows:

The Union Cabinet has approved a MoU between India and South Africa, aimed at
expanding bilateral cooperation in the tourism sector through exchange of information
and data, establishing exchange programmes and increasing investments in the tourism
and hospitality sector.

The Ministry of Tourism plans to revise its guidelines to exempt homestays from service
tax or commercial levies and make their licensing process online, which is expected to
encourage people to offer homestays to tourists.

The Union Cabinet has approved the signing of Memorandum of Understanding between
the Ministry of Tourism of India and the Ministry of Trade Industry and Tourism of
Colombia in order to boost cooperation in the field of tourism between the two countries.

The Central Government has given its approval for signing of a MoU between India and
Cambodia for cooperation in the field of tourism with a view to promote bilateral tourism
between the two countries.
The Heritage City Development and Augmentation Yojana (HRIDAY) action plans for
eight missions cities including Varanasi, Mathura, Ajmer, Dwaraka, Badami, Vellankini,
Warangal and Amaravati have been approved by HRIDAY National Empowered
Committee for a total cost of Rs 431 crore (US$ 64.27 million).

Government of India plans to cover 150 countries under e-visa scheme by the end of the
year besides opening an airport in the NCR region in order to ease the pressure on Delhi
airport.

Under Project Mausam the Government of India has proposed to establish cross cultural
linkages and to revive historic maritime cultural and economic ties with 39 Indian Ocean
countries.

Road Ahead

Indias travel and tourism industry has huge growth potential. The tourism industry is also
looking forward to the expansion of E-visa scheme which is expected to double the tourist inflow
to India. Rating agency ICRA ltd estimates the revenue growth of Indian Hospitality industry
strengthening to 9-11 per cent in 2015-16. India is projected to be the fastest growing nation in
the wellness tourism sector in the next five years, clocking over 20 per cent gains annually
through 2017, according to a study conducted by SRI International.
India is a large market for travel and tourism. It offers a diverse portfolio of niche tourism
products - cruises, adventure, medical, wellness, sports, MICE, eco-tourism, film, rural and
religious tourism. India has been recognised as a destination for spiritual tourism for domestic
and international tourists.

Total contribution by travel and tourism sector to Indias GDP is expected to increase from US$
136.3 billion in 2015 to US$ 275.2 billion in 2025. Travel and tourism is the third largest foreign
exchange earner for India. In 2014, the country managed foreign exchange earnings of USD 19.7
billion from tourism.

The launch of several branding and marketing initiatives by the Government of India such as
Incredible India! and Athiti Devo Bhava have provided a focused impetus to growth. The Indian
government has also released a fresh category of visa - the medical visa or M visa, to encourage
medical tourism in the country. India is expected to receive nearly half a million medical tourists
by 2015, implying an annual growth of 30 per cent. In November 2014, Government of India
launched Tourist Visa on Arrival (TVoA) which is enabled by Electronic Travel Authorization
(ETA), known as the eTourist Visa scheme for 43 countries. The facility is likely to enable 7.5
percent growth in the tourism sector in 2015.

The Government has also been making serious efforts to boost investments in tourism sector. In
the Hospitality and tourism sector, 100 per cent FDI is allowed through the automatic route. A
five-year tax holiday has been offered for 2, 3 and 4 star category Hospitalitys located around
UNESCO World Heritage sites (except Delhi and Mumbai). The investment in tourism sector is
expected to be US$ 12.4 billion in the 12th Five Year Plan; of these, private investments are
likely to total US$ 9.2 billion.

Company Profile:

Starwood Hotels and Resorts Worldwide, Inc. is an American hotel and leisure company
headquartered in Stamford, Connecticut. One of the world's largest hotel companies, it owns,
operates, franchises and manages hotels, resorts, spas, residences, and vacation ownership
properties under its 11 owned brands. As of 1 December 2014, Starwood Hotels and Resorts
owned, managed, or franchised over 1,200 properties employing over 180,400 people, of whom
approximately 26% were employed in the United States.

On November 16, 2015, Marriott International announced it would purchase Starwood Hotels
and Resorts Worldwide for $13.6 billion, creating the world's largest hotel chain once the deal
closed. The merger was finalized on September 23, 2016 after gaining the final approval from
the American authorities. After the acquisition by Marriott was approved, the Starwood Preferred
Guest program announced it would provide reciprocal benefits with Marriott's guest reward
program. The two programs will be merged under a single brand in the future
It was started in 1969 as REIT in in 1980 it was transformed as a corporation and it is the
subsidiary of Marriott International. Its head quarters is in Stamford, Connecticut, US. The
brands of star wood are St. Regis, The luxury collection, W Hotels, Sheraton, Westin, Le
Meridien, Tribute Portfolio, Design, Four Points etc., The total financial turnover of star woods
hotels is US$ 921 Millions and it has the employee strength of 181400.

The Brand Westin hotels and resorts was started in 1930 by Severt W Thurston and Frank Duper
in Stamford, USA. The Westin has 192 hotels spread across the world in 25 Countries.

Westin markets certain amenities available in its properties to the public under the brand name
Heavenly. In 2005, Westin became the first hotel company to gain a national retail store presence
when Nordstrom started carrying the Heavenly Bed line in more than 60 stores.

Westin refreshed its partnership with United Airlines in 2008. United began offering pillows and
blankets from Westin's Heavenly Bed line on select United premium service routes between New
York City and California, as well as Westin decorations and scents in some Red Carpet Club
lounges. These amenities were stopped following the merger with Continental Airlines.
Beginning in 2013, Delta Air Lines began an extensive partnership with Westin and Starwood
Hotels, which included adding Westin Heavenly In-flight Bedding to all Delta One seats on
international flight as well as transcontinental flights.

Especially in the last decade, Westin has focused on expanding globally. Since 2005, the number
of hotels has grown from 120 locations in 24 countries to over 192 locations in 37 countries as of
2013.

In 2016, Marriott International completed the merger of Starwood which now became the largest
hotel company.
Chapter III

Review of Literature
Procurement, development, compensation, integration, maintenance and reproduction of human
resources to the end that individuals, organizational societal objectives are accomplished.
According to national institute of personnel management of India, personnel management is
that part of management concerned with people at work and with their relationship with in the
organization. It seeks to bring together men and women who make up an enterprise, enabling
each to make his best contribution to its success both as an individual and as a member of a
working group. In the word of juices personnel management may be defined as field of
management which has to do with planning, organizing and controlling the functions of
procuring, developing, maintaining and utilizing a labour force, such that the:

Objectives for which the company is established or attained economically and effectively.
Objectives of all levels of personnel are reserved to the highest position.

Objectives of society are dually considered and served.

Objectives of HRM (Policies, Procedures and Practices):

The primary objective of HRM is to ensure the availability of a competent and willing workforce
to an organization. Specifically, HRM objectives are Fourfold societal, organizational,
functional, personal.

Societal objectives: To be ethically and socially responsible to the needs and challenges of the
society while minimizing the negative impact of such demands upon the organization. The
failure of organization to use their resources for the societys benefit in ethical way leads to
restrictions.

Organizational objectives: To recognize the role of HRM in bringing about organizational


effectiveness. HRM is not an end in itself. It is only a means to assist the organization with its
primary objective.

Functional objectives: To maintain the departments contribution at a level appropriate to the


organizations needs. The departments Level of service must be tailored to fit the organization it
serves.

Primary objectives: To assist employees in achieving their personal Goals, at least in so far as
these goals enhance the individuals contribution to the organization. Personal objectives of
employees must be met if workers are to be maintained, retained and motivated.
To ensure effective utilization of HR, HR will efficiently utilize all other resources.
To ensure respect of human beings by providing various services and welfare facilities.
Identify and satisfy the needs of individuals by offering various monitory and non-monitory
rewards.
Achieve and maintain high morale among employees in organization by securing better human
relations.
Establish and maintain an adequate organizational structure.
Functions of HRM:

Managerial functions:
Planning -important features of planning are research and forecasting.
Organizing allocate tasks to members and identify relationships between them.
Directing motivating and commanding followers.
Coordinating and controlling balancing timing and integrative activities in the organization,
developing, interpreting and reviewing personal policies and programmes, training.

Operative functions:
Procurement Obtaining proper kind and number of personnel necessary to accomplishing
organizational goals. Determination of manpower requirement Recruitment, selection and place,
induction, follow-up, discharge, separating etc.
Developing Personnel development of employees to increase their skill through training, methods
like on job training, seminars, conferences, and simulation.
CompensatingSecuring adequate and equitable remuneration to personnel wage surveys, wage
rates, structure, policies, incentives etc.
IntegrationAttempt to effect a reasonable reconciliation of individual, societal and
organizational interests, Job enlargement, job enrichment etc. reasonable integration of HR &
organization objectives are termed as human relations.
MaintenanceSustaining and improving the conditions, maintaining physical conditions f
employers and employers service priority.

HRM AS CENTRAL SUBSTSTEM IN AN ORGANIZATION


As a central subsystem, HRM interacts closely and continuously with all other subsystem of an
organization. The quality of people in all subsystem depends largely upon the policies, programs
and practices of the HRM subsystems. The quality of Human Resource determines in turn the
success of the organization.

HRM become very significant in recent decades due to the following factors:

Growth of powerful nation wide trade union.

Increase proportion of women in the workforce.

Rise of professional and knowledgeable workers.

Growing expectations of society from employers.

Increase in the size and complexity of the organization.

Revolution in information technology that might affect the workforce.

Rapid technological developments like automation and computerization.

Rapidly changing jobs and skills requiring long term manpower planning.

Widening scope of legislation designed to protect the interests of the workforce.

HRM The new assumptions:


Goal orientation (relationship orientation)
Participation and informed choice (control from top)
People are social capital capable of development (people are variable cost)
Seeks power equalization for trust and collaboration (seeks power advantage for
bargaining and confrontation)
Coincidence of interest between stakeholders can be development (self interest dominates
conflict between stakeholders)
Proactive system wide intervention, with emphasis on fit linking HRM with strategic
planning and cultural change (old assumption reactive, piecemeal intervention in
response to specific problem)
Outcomes to HRM
According to the Harvard Researchers, the effectiveness of the outcomes to HRM should be
evaluated under four headings:

Commitment
Competence
Congruence
Cost-effectiveness

Commitment

Concerned employees loyalty to the organization personal motivation and linking for their work.
The degree of employee commitment might be assessed via attitude surveys labor turnover and
absenteeism statistics and through interview with the workers who quit their jobs.

Competence

Relates to employees skills and abilities, training, requirements and potential for higher work.
These may be estimated through employee appraisal system and the preparation of skills
inventories. HRM policies should be designed to attract, retain and motivate competent.

Congruence
Congruence means that management and workers share the same vision of the organization goals
and work together to attain them. In a well-managed organization, employees at all levels of
authority will share common perspectives about the factors that determine its prosperity and
future prospects.

Cost-effectiveness
Concerned operational efficiency: HR should be used to the best advantage and in the most
productive ways. Outputs must be maximized at the lowest input cost and the organizational
must be quick to respond to market opportunities and environmental changes.
Human resource policies are systems of codified decisions, established by an organization, to
support administrative personnel functions, performance management, employee relations
and resource planning.

Each company has a different set of circumstances, and so develops an individual set of human
resource policies.

Purposes

HR policies allow an organization to be clear with employees on:

The nature of the organization

What they should expect from the organization

What the organization expects of them

How policies and procedures work

What is acceptable and unacceptable behavior

The consequences of unacceptable behavior

The establishment of policies can help an organization demonstrate, both internally and
externally, that it meets requirements for diversity, ethics and training as well as its commitments
in relation to regulation and corporate governance. For example, in order to dismiss an employee
in accordance with employment law requirements, amongst other considerations, it will normally
be necessary to meet provisions within employment contracts and collective bargaining
agreements. The establishment of an HR Policy which sets out obligations, standards of behavior
and document displinary procedures, is now the standard approach to meeting these obligations.

HR policies can also be very effective at supporting and building the desired organizational
culture. For example recruitment and retention policies might outline the way the organization
values a flexible workforce, compensation policies might support this by offering a 48/52 pay
option where employees can take an extra four weeks holidays per year and receive less pay
across the year.

The various procedures that form the HR Policy of the Organization are:
1. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10. Retirement Planning
11. Job Enrichment
12. Exit Interviews

A brief preview of the above mentioned policies and the various objectives that these policies
aim to achieve are given in the subsequent chapters.

Due to high level of secrecy maintained in the organization, the policies given below are
according to my understanding and interpretation of the subject.

1. RECRUITMENT POLICY

In Westin Hotel, recruitment and selection of personnel is explicitly based on the


criteria of their knowledge, skills and attitudes, so as to secure super achievers
and nurture them to excel in their performance.
All fresh candidates are absorbed only after satisfactory completion of appropriate
training.
All direct recruitment is through the HR department.

Detailed selection procedures as decided from time to time are adhered to without
any compromise.
Above procedures shall undergo continuous refinement through evaluation and
feedback.

2. INDUCTION AND PLACEMENT POLICY

At Westin Hotel, new recruits imparted such induction, orientation, training and
placement so as to individuals to the task and inculcate a high sense of
organizational loyalty.
The HRD Department and the concerned heads of parent departments prepare a
well-structured Induction Program to acquaint the new recruits with the people,
organizational structure, and interface between different departments, functions
and culture of the organization.
The Induction Program is formulated to suit the position of the candidate and
necessary to be provided to him.

3. JOB ROTATION POLICY

At Westin Hotel, facilities are provided for all-round growth of individuals


through lateral mobility. This shall enhance their employability as well as equip
them to shoulder higher responsibilities.

Systematic Job Rotation from time to time shall have a revitalizing effect on the
individual as well as the organization.

All promotions to the level of HODs will be considered only when an individual
has undergone rotation through at least 2 sections.

4. PERFORMANCE APPRAISAL POLICY


Performance Appraisal grooms every individual to realize his potential in all
facets by helping to identify and achieve his personal goals within the framework
of organizational objectives.

Appraisals shall be ethical and impartial so as to recognize worthy contributions


appropriately and in time in order to maintain a high level of employee motivation
and morale.

The Performance Appraisal Systems aims at integration of individual and


organizational goals.

5. COUNSELLING

Counseling sessions, which are conducted by HR Department OR Professional Counselor


OR Performance Appraiser, are available to all the employees in order to fulfill the
following objectives:

To enhance employees competence and job satisfaction.


To prepare employees for future responsibilities.

To establish a better working relationship between the superior and subordinate.


To enable employees to cope with personal problems.

6. CAREER PLANNING POLICY


Career Planning system in Westin Hotelis aimed at developing people of the right
caliber to meet present and future needs of the organization. It shall be an
essential ingredient for Succession Planning.
The mandatory factors to be considered prior to career planning shall be:

a. The organizations long and short term plans.


b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and average caliber.
d. Recruitment through internal and external sources at all levels and its ratio as
appropriate to the organization.
e. The number of people recruited and trained every year.
f. The number of high flyers that the organization requires or can accommodate
within the organization at different levels for smooth succession.

7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position at the time
of annual appraisal. This is reviewed every year along with the annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

At Westin Hotel, training and development activities strive to ensure continuous


growth of organization by nurturing the strengths of the employees and providing
the environment and opportunity for every individual to realize his/her potential.
The policy aims at broadening the outlook of the individuals and bridging the
gap between actual performance and the performance necessary to deliver
results.
Facilities are provided to all individuals towards self development and all round
growth through training.
HR Department identifies average performers and provide special training.

9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human Resource Information Management Systems (HRIMS) aims at:


a. Providing accurate information about employees to management for decision
making.
b. Eliminating duplication of efforts.
c. Offering quick and easy access to human resource information at random as
well as in regular report form.

The system has two layers of security. Access to the system is through keying in
the valid combination of username and password. Permission to access certain
programs is restricted to identify key personnel.

An integrated employee database is maintained and continuously updated with


information from personnel at regular intervals regarding biographical data, work
experience, qualifications, appraisal, training and career paths.

10. RETIREMENT PLANNING


At Westin Hotel, retirement of all individuals is aided through planned
programs by HR Department so as to lessen the associated misgivings and
anxiety.
11. JOB ENRICHMENT

Westin Hotelfollows a people centered approach to job enrichment with a view


to enhance the performance of the employee, leading to higher job satisfaction.

12. EXIT INTERVIEWS

The organization has a regular turnover of employees due to various reasons


such as retirement, voluntary retirement, and resignation etc. from time to time.
Feedback is obtained from the employee on occasions of separation from the
organization. Such feedback on matters that effect well being of the people is
useful in improving the organization in respect of HR Policies and practices.

The HR Policy Manual (or Managerial Service condition Manual) was designed in order to
facilitate the mangers in gathering the information regarding the various service conditions that
are offered by the organization. This manual includes the service conditions which are most
frequently asked for. The various services conditions included are:

1. Provident Fund
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10. Phone Policy
11. Leave Travel Assistance (LTA)
12. Local Conveyance Rules
13. Transfer Policy
14. HRR Policy for Area Office Managers
15. Canteen Service
16. Cash Payments & Advance Settlements
17. Performance Excellence Scheme
18. Performance excellence Form
19. Parivar Suraksha Yojna
20. Policy for Get Together of Employees
21. Notice Period for Managerial Employees
22. Conveyance Reimbursement for Interview Candidates
23. Car Policy
24. Post Retrial Benefits
25. Inland Travel Rules
26. Foreign Travel Rules
27. Application for Housing Loan

SORTING APPLICANTS

A process that gives employers a way to confirm whether the attitudes and behaviors of job
seekers are a match for their work environment.

CHOOSING EMPLOYEES

A process that gives employers a way to define the specific interview questions that prove job
seeker abilities to successfully perform the target skills; and a process that gives employers a way
to verify the accuracy of resume/application data and interview responses.
STARTING EMPLOYEES

A process that provides a way for new employees (before performing the job) to understand
"why the employers business exists;" "what makes the business organization successful;" "why
the employee's job exists;" and "what it will take for the employee to achieve job success."

INFORMING EMPLOYEES

A process that gives employers a way to provide essential information (from five critical
information sources) that is needed by employees to make daily work decisions.

IMPROVING EMPLOYEES

A process that gives supervisors and employees a way to work together to build personalized
plans for improving each employee's priority job skills; and a process that gives the employer a
way to "deliver skills-improving training curriculum" and to "measure the learning effectiveness"
from the training experiences.

REWARDING EMPLOYEES

A process that gives employers a way to define and communicate exactly how individual
employee salaries are determined; and a process that gives employers a way to provide
employees with extra incentive income that is earned through the achievement of cash generating
business goals.
Chapter IV

Data Analysis & Interpretation


A. RECRUITMENT AND SELECTION:

1. Are you satisfied with the external recruitment sources performed in your
organization.

RESPONSES Strongly Agree


Agree

PERCENTAGE 82 18

INTERPRETATION: Regarding external recruitment sources 82% employees are


Satisfied or agree whereas 18% are not satisfied which is performed in the Organization.
Therefore, the employees are satisfied by recruitment process.

2. Are you satisfied with the monetary reward given on bringing a candidate on board?
RESPONSES Strongly Agree
Agree

PERCENTAGE 74 26

INTERPRETATION: Regarding monetary reward given on bringing on board 74% of


employees is satisfied and 26% are not satisfied.

3. Are you satisfied with the background checks conduct for employees?
RESPONSES Strongly Agree
Agree

PERCENTAGE 78 22

INTERPRETATION: Regarding background checks which are conduct for employees 78%
employees are satisfied whereas 22% employees are not satisfied.

4. Are you satisfied with the monetary limits given to you for the expenses?

RESPONSES Strongly Agree


Agree
PERCENTAGE 79 21

INTERPRETATION: Regarding monetary limits provided to employees for their expenses


79% of the employees are satisfied and 21% of the employees are not satisfied.

B. INDUCTION:

1. The induction programme of your organization is informal type


RESPONSES Strongly Agree
Agree

PERCENTAGE 82 18

INTERPRETATION: Regarding induction programme which is conducted in the organization,


82% of the employees are satisfied whereas 18% of the employees are not satisfied.

2. The induction of your organization covers organizational structure and policies.


RESPONSES Strongly Agree
Agree

PERCENTAGE 90 10

INTERPRETATION: Regarding induction of organization, 90% of the employees are satisfied


and 10% of the employees are not satisfied. It means that most of the employees are benefited.

C. TRAINING AND DEVELPOMENT:


1. For Employee performance is the training need analyzed in your organization.

RESPONSES Strongly Agree


Agree

PERCENTAGE 76 24

INTERPRETATION: Regarding employee performance, 76% of employees are satisfied


whereas 24% of employees are not satisfied. It means that most of the employees get affected
from this evaluation.

2. Are you satisfied with the Classroom method adopted by your organization to train the
employees?
RESPONSES Strongly Agree
Agree

PERCENTAGE 73 27

INTERPRETATION: Regarding Classroom method, 73% of the employees are satisfied


whereas 27% of the employees are not satisfied. It means most of the employees get affected but
some of the employees want training and development programmes to train employees.

3. Effectiveness of training program in your Organization is evaluated by observing the post


training performance of employees.
RESPONSES Strongly Agree
Agree

PERCENTAGE 68 32

INTERPRETATION: Regarding effectiveness of training program, 68% of the employees are


satisfied whereas 32% of the employees are not satisfied. It means that some of the employees
want that evaluation of effectiveness of training program should be done with some other
method.

D. PERFORMANCE APPRAISAL:

1. Are you satisfied with the Balanced Scorecard method?

RESPONSES Strongly Agree


Agree

PERCENTAGE 92 8
INTERPRETATION: Regarding Balance scorecard method, 92% of the employees are satisfied
whereas only 8% of the employees are not satisfied. It means that most of the employees are
benefited from this evaluation method.

2. Are you satisfied with the feedback given to you by organization?

RESPONSES Strongly Agree


Agree

PERCENTAGE 72 28
INTERPRETATION: Regarding feedback 72% of the employees are satisfied whereas 28% of
the employees are not satisfied. It means that some of the employees get benefited but some are
not.

E. CAREER PROGRESSION:

1. Are you satisfied with the mentor system followed for career progression?

RESPONSES Strongly Agree


Agree

PERCENTAGE 84 16
INTERPRETATION: Regarding mentor system followed for career progression, 84% of the
employees get benefited and only 16% of the employees are exempted.

2. Are you satisfied with the competence analysis and feedback from manager?

RESPONSES Strongly Agree


Agree

PERCENTAGE 78 22
INTERPRETATION: Regarding competence analysis and feedback from manager 78% of the
employees are satisfied whereas 22% are not satisfied. It means that some of the employees want
feedback from other source.

E. LEAVE POLICY:

1. Are you satisfied with the privilege leave provided to you?

RESPONSES Strongly Agree


Agree

PERCENTAGE 83 13
INTERPRETATION: Regarding privilege leave provided to employees, 83% of the employees
are satisfied whereas 17% of the employees are not satisfied.

E. COMMUNICATION AND DECISION MAKING PROCESS:

1. Are you satisfied with the informal communication pattern?

RESPONSES Strongly Agree


Agree

PERCENTAGE 87 13
INTERPRETATION: Regarding informal communication pattern, 87% of the employees are
satisfied and 13% of the employees are not satisfied. It means most of the employees are
comfortable with this communication process.

2. Are you satisfied with the opinion survey and Department meeting?

RESPONSES Strongly Agree


Agree

PERCENTAGE 76 24
INTERPRETATION: Regarding opinion survey and department meeting, 76% of the
employees are satisfied and 24% of the employees are not satisfied.

E. REWARDS AND RECOGNITION:

1. Are you satisfied with the monetary rewards?

RESPONSES Strongly Agree


Agree

PERCENTAGE 67 33

INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied


whereas 33% of the employees are not satisfied. It means that some of the employees want to
implement non-monetary rewards in the organization.

E. PERSONAL ACCIDENT INSURANCE POLICY:

1. Are you satisfied with contingencies cover under Personal Accident Insurance policy?
RESPONSES Strongly Agree
Agree

PERCENTAGE 76 24

INTERPRETATION: Regarding contingencies provided under this policy,


76% of the employees are satisfied and 24% of the employees are not satisfied.
E. MEDICLAIM POLICY:

1. Are you satisfied with the services covered under med claim policy?

RESPONSES Strongly Agree


Agree

PERCENTAGE 89 11
INTERPRETATION: Regarding services provided under Medclaim policy, 89% of the
employees are satisfied and 11% of the employees are not satisfied.
Chapter V
Findings, Suggestions & Conclusion
FINDINGS

Regarding external recruitment sources 82% employees are Satisfied or agree whereas
18% are not satisfied which is performed in the Organization. Therefore, the employees
are satisfied by recruitment process.

Regarding monetary reward given on bringing on board 74% of employees is satisfied


and 26% are not satisfied.
Regarding background checks which are conduct for employees 78% employees are
satisfied whereas 22% employees are not satisfied.

Regarding monetary limits provided to employees for their expenses 79% of the
employees are satisfied and 21% of the employees are not satisfied.
Regarding induction programme which is conducted in the organization, 82% of the
employees are satisfied whereas 18% of the employees are not satisfied.
Regarding induction of organization, 90% of the employees are satisfied and 10% of the
employees are not satisfied. It means that most of the employees are benefited.
Regarding employee performance, 76% of employees are satisfied whereas 24% of
employees are not satisfied. It means that most of the employees get affected from this
evaluation.
Regarding Classroom method, 73% of the employees are satisfied whereas 27% of the
employees are not satisfied. It means most of the employees get affected but some of the
employees want training and development programmes to train employees.

Regarding effectiveness of training program, 68% of the employees are satisfied whereas
32% of the employees are not satisfied. It means that some of the employees want that
evaluation of effectiveness of training program should be done with some other method.
Regarding Balance scorecard method, 92% of the employees are satisfied whereas only
8% of the employees are not satisfied. It means that most of the employees are benefited
from this evaluation method.
Regarding feedback 72% of the employees are satisfied whereas 28% of the employees
are not satisfied. It means that some of the employees get benefited but some are not.

SUGGESTIONS:

1. The Performance Appraisal of employee is evaluated on the basis of 360 degree


feedback or 180 degree feedback.
2. The Organization should focus on mentor system intend to help employees in their
career progression.
3. The Organization should conduct Psychometric tests for employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each other.
6. The company should give the appropriate recognition for the contributions and
accomplishments made by employees. A flexible reward system should be adopted by
organization to improve employee motivation.
7. A more transparent and full proof communication system developed in the
organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more scientific approach
laying stress on equal wages for equal work done.
CHAPTER 8
CONCLUSION &
BIBLIOGRAPHY
CONCLUSION:

Study shows that

1. The Policy of the company provides facilities for all round growth of individuals by
training in-house and outside the organization, reorientation, lateral mobility and self-
development through self-motivation.
2. The Policy grooms every individual to realize his potential in all facets while contributing
to attain higher organizational and personal goals.
3. The Policy builds teams and foster team-work as the primary instrument in all activities.
4. The Policy implements equitable, scientific and objective system of rewards, incentives
and control.
5. The Policy recognizes worth contributions in time and appropriately, so as to maintain a
high level of employee motivation and morale.
6. The employees agree on the part of their performance that they know what is expected
from them.
7. The employees understand how their work goals relate to companys goals.
8. Company inspires the employees to do their best work every day.

9. The employees are not satisfied with the communication and decision-making process as
it leaks the information related to organization.

10. The employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments.
11. The employees feel that they are not paid fairly for the contributions they make to
companys success.
BIBLIOGRAPHY

Text books:

Ashwathappa, Human Resource Management, 5th edition, Tata McGraw-Hill, 2007

Michael Armstrong, Human Resource Management, 2nd edition, kogan page ltd, 2009

Journals & Articles:

1. Articles by T.V.Rao Learning Systems.


2. Policies of Westin Hotel.
3. Documents of Westin Hotel.

Websites:

www.citehr.com

www.ask.com

www.wikipedia.com

www.hrgroup.com

www.ppspublishers.com

www.scribd.com

www.tvrls.com
ANNEXURE
Name of Employee: -----------------------------------------------------------------------
Designation: ---------------------------------------------------------------------

QUESTIONNAIRES

A. Recruitment and Selection

1. Are you satisfied with the external recruitment sources performed in your organization.
1. Agree 2. Disagree

2. Are you satisfied with the monetary reward given on bringing a candidate on board?

1. Agree 2. Disagree

3. Are you satisfied with the background checks conduct for employees.

1. Agree 2. Disagree

4. Are you satisfied with the monetary limits given to you for the expenses?

1. Agree 2. Disagree

B. Induction
1. The induction programme of your organization is informal type.
1. Agree 2. Disagree
2. The induction of your organization covers organizational structure and policies.
1. Agree 2. Disagree

C. Training and Development


1. For Employee performance is the training need analyzed in your organization.
1. Agree 2. Disagree
2. Are you satisfied with the Classroom method adopted by tour organization to train the
employees?
1. Agree 2. Disagree
3. Effectiveness of training program in your Organization is evaluated by observing the
post training performance of employees.
1. Agree 2. Disagree

D. Performance Appraisal
1. Are you satisfied with the Balanced Scorecard method?
1. Agree 2. Disagree
2. Are you satisfied with the feedback given to you by organization?
1. Agree 2. Disagree

E. Career Progression
1. Are you satisfied with the mentor system followed for career progression?
1. Agree 2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree 2. Disagree

F. Leave Policy
1. Are you satisfied with the privilege leave provided to you?
1. Agree 2. Disagree

G. Communication and Decision making process


1. Are you satisfied with the informal communication pattern?
1. Agree 2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree 2. Disagree
H. Rewards and Recognition
1. Are you satisfied with the monetary rewards?
1. Agree 2. Disagree

I. Personal Accident Insurance Policy


1. Are you satisfied contingencies cover under this policy?
1. Agree 2. Disagree

J. Med claim Policy


1. Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree